Still in Crisis?
Higher ed. clients all over the country are reporting the same issues: too much work and pressure, high turnover, unsupportive work environment, interpersonal conflict, and exhaustion. I am writing this in March 2023, which is the 3-year mark since covid changed higher ed. (and the entire world) almost overnight and forever. March 2020 was a crisis, but somehow, many colleges and universities are still in crisis.
I suspect that in most cases the cause was remaining reactionary instead of carving out time to be intentional and strategic. Inevitably, spending 3 years putting out fires and neglecting many aspects of effective leadership comes at a high price. Here are 5 common mistakes that are exacerbating the exact problems institutions or departments wish to solve.
1. Giving high performers more reasons to quit
You know the phrase “If you want something done, give it to a busy person”. Every administrator knows who is barely doing enough to avoid getting fired and who is exceptionally dedicated, talented, professional, and reliable. But instead of keeping everyone accountable and finding ways to restore balance and fairness with workload and responsibilities, they tend to ignore the employees who are just here to collect a paycheck (too hard to deal with) and dump more work and responsibilities on their most valuable employees. That kind of pressure is not sustainable. Sooner or later, the best employees will have to save themselves from an unhealthy environment and bring their highly sought-after competencies elsewhere. Why wouldn’t they? Service is honorable but service doesn’t mean servitude.
2. Tunnel-vision and thinking short-term
Do you ever say “I am just trying to keep my head above water”? I understand that if your mindset (and your nervous system) are stuck in survival mode, you won’t be able to calm yourself down sufficiently to create a vision of success, prioritize, and implement strategies to help your team members perform and feel appreciated. You think the problem is the situation (and I am not dismissing how challenging the situation is) but the real issue is your perspective, and what you believe is or is not possible. Being reactionary creates mores stress and leads to a sense of powerlessness. You absolutely must step back and re-evaluate the narrative you’ve created around the situation to discover a more empowering alternative. Otherwise, you’ll stay stuck, feel miserable, and continue to see more of your employees jumping ship.
3. Complaining and seeking validation
When people are upset about a situation (e.g., conflict with a co-worker, pressure to reach unrealistic goals, unfair treatment, having too much work etc.) they tend to think about it obsessively. More often than not, they will find coworkers suffering from the same issues and they will bond over shared experiences. I am not suggesting that dysfunction shouldn’t be revealed and addressed, but it has to be done in an effective manner. Complaining and venting tend to make people feel validated at first, but it quickly makes them feel even more victimized as their list of grievances gets longer. They get stuck in a loop, thinking the same thoughts over and over, and losing their ability to break free by finding a new perspective and identifying solutions.
4. Not acting in alignment with stated values
Having a page on your website stating your department’s or institutions’ values doesn’t mean anything if these values are not demonstrated by people’s behaviors in the workplace. If you say you care about your employees and want them to have work-life balance, set some boundaries and don’t send emails at midnight (it makes people feel like they are expected to work 24/7 too). If you truly value diversity, equity, inclusion, and belonging, pay attention to the dynamics in your department and see what needs to be corrected. If you have lost several employees and the remaining ones are so over-worked that they are near a breaking point, don’t ask them to be patient for months until you can find time to work with HR to get the positions filled. If people in HR are overworked, get them some help right away.
Bottom line
Of course, I understand that every leader is under a lot of pressure, from meeting enrollment goals to improving student success, but please realize that employees are your greatest resource. Make them a priority. You can’t expect them to continue to sacrifice so much (e.g., their personal lives, families, and health) indefinitely. Give your employees reasons to stay. Listen to their concerns and address them to the best of your ability. Don’t be (or don’t remain) stuck in survival mode, trying to make it through each day, having anxiety, and dealing with crises that could have been prevented.
Break free from groupthink and powerlessness. More and more colleges and universities hire executive coaches like me to help their managers improve their mindset, set new strategies, have more energy, and successfully implement leadership best practices. You have a professional development budget and it’s here to help you grow and thrive. Click here to schedule a complimentary call with me and we’ll discuss how I can help you (and/or your direct reports) solve the problems you’re facing. I look forward to speaking with you soon.
About the author: Dr. Audrey Reille has empowered thousands of professionals through one-on-one coaching, group coaching, speaking engagements, and online courses. Audrey is the go-to executive coach for leaders in higher education administration. She empowers them to thrive by improving communication, reducing stress, optimizing strategies, improving professional relationships, and developing a strong and empowered mindset.